STRATEGIC PLAN 2006-2009

STRATEGIC PLAN 2006-2009

SELECT COMMITTEE PRESENTATION

09 May 2006

CONTENTS

1. VISION2. MISSION STATEMENT3. MINISTERIAL PROGRAMME OF ACTION 2004-20094. ACHIEVEMENTS5. WHAT THE STRATEGIC PLAN SEEKS TO ACHIEVE6. STRATEGIC OVERVIEW AND KEY POLICY DEVELOPMENTS 7. MEDIUM-TERM STRATEGIC OBJECTIVES 2006/20098. STRATEGY FOR BETTER SERVICE DELIVERY9. INFORMATION TECHOLOGY PLAN THROUGH A PUBLIC

PRIVATE PARTNERSHIP (PPP)10. HUMAN RESOURCE PLAN11. PUBLIC ENTITIES REPORTING TO THE MINISTER OF LABOUR 12. CONCLUSION

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1. VISION

The Department will strive for a labour market which is conducive to economic growth, investment and employment creation and which is characterized by rising skills, equity, sound labour relations, respect for employment standards and worker rights.

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2. MISSION STATEMENT

The Department of Labour will play a significant role in reducing unemployment, poverty and inequality trough a set of policies and programmes developed in consultation with social partners, which are aimed at:

• Improved economic efficiency and productivity

• Skills development and employment creation

• Sound labour relations

• Eliminating inequality and discrimination in the workplace

• Alleviating poverty in employment

• Enhancing Occupational Health and Safety awareness and compliance in the work place

• Nurturing the culture of acceptance that worker rights are human rights

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DIRECTOR - GENERAL

MINISTER OF LABOUR

DDG ESDS &

HRD

DDG LP&LMP

DDG SD

DDG CS

3. ORGANOGRAM

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3. MINISTERIAL PROGRAMME OF ACTION 2004-2009

Strategic objective 1 : Contribution to employment creation

The Department of Labour will contribute towards employment creation in the following ways :

• To ensure that labour market policies and strategies complement national growth and development objectives

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MINISTERIAL PROGRAMME OF ACTION (continued)

• Social dialogue will be strengthened to support growth and development

• Sector skills plans aligned to sectoral growth plans

• Exit strategies for unemployed people in skills programmes, learnerships, apprenticeships and other scarce skills interventions

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Strategic Objective 2: Enhancing skills development

The NSDS will contribute to the following:

• Skills to assist the country’s competitiveness and growth as part of the broader Human Resource Development Strategy.

• Scarce skills to support the implementation of the Accelerated and Shared Growth Initiative for South Africa (ASGI- SA).

• Improved participation of Small, Medium and Micro Enterprises (SMMEs) in skills development.

• Improved quality of learning through the review and finalisation of the National Qualifications Framework.

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Strategic Objective 3: Promote equity in the labour market

• Strengthen enforcement mechanisms whilst promoting the culture of self-regulation.

• Incremental Black Economic Empowerment (BEE) targets – for procurement of goods and services will be incorporated into public entities associated with the Department.

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Strategic Objective 4: Protecting vulnerable workers

• Workers in vulnerable sectors and segments will be identified and protection extended.

• Current sectoral determinations will be evaluated.• Bargaining councils will be established in vulnerable sectors

(Security, Civil Engineering, Contract Cleaning and the Building Industry).

• The Child Labour Action Programme will be finalised and implemented.

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Strategic Objective 5: Strengthening multilateral and bilateral relations

The Department's interventions in this regard will include:

• Ensuring effective participation in the ILO, SADC and the AU Labour and Social Affairs Commission.

• Effectively discharging South Africa's obligations to the ILO.• Ensuring that the objectives of signed bilateral agreements are

implemented, monitored and achieved.• Mobilising, coordinating and managing technical cooperation.

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Strategic Objective 6: Strengthening social protection

• Achieving financial viability and sustainability of the Unemployment Insurance Fund and Compensation Fund.

• Extending the coverage of unemployment insurance to other vulnerable workers.

• The national integration of compensation and occupational health and safety competencies across government departments.

• The reduction of occupational health and safety incidents in targeted industries.

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Strategic Objective 7: Promoting sound labour relations

• Ensuring a continuing decline of workdays lost due to industrial action.

• Ensuring that the proportion of workers covered by collective agreements is increased.

• Enhancing and extending social dialogue.

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Strategic Objective 8: Strengthening the capacity of labour market institutions

• Improve service delivery provided by statutory bodies and public entities associated with the Department, through clear performance standards for relevant agencies.

• The views of the public will be sought to assess the services received from the statutory bodies and public entities.

• The capacity of social partners to deliver on GDS commitments and other areas of cooperation will also be enhanced by the Department's support.

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Strategic Objective 9: Monitoring the impact of legislation

• Publish bi-annual labour market reviews and labour statistics reports.

• Research and report on the impact of aggregate and disaggregate departmental policies and programmes on stated goals and objectives.

• Conduct annual client satisfaction surveys on levels of service delivery and make them public.

• Establish strategic partnerships and cooperation with established research institutions.

• Undertake impact studies in support of NSDS implementation.

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Strategic Objective 10: Strengthening the institutional capacity of the Department

• Improved service delivery to the external clients of the Department by enhancing decentralisation of services.

• Improved management practices within the Department.• Full Public Finance Management Act (PFMA) compliance

achieved by the Department and public entities.• Establishment of fully staffed and capacitated Department

of Labour programmes to manage and support SETAs.

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4. ACHIEVEMENTS

1. Employment creation

By end of March 2004:• 53 990 were trained through the Social Development Funding

Window (SDFW) and 82 % were placed in the formal sector, social development projects, self-employment and further learning. By end of March 2003 a total of 144 056 unemployed people were trained and 70% were placed.

By end of March 2005:• 69 786 people were trained through the SDFW and 49 846

(71%) of these were placed in income generating opportunities, including in EPWP

• 73 % of 109 000 learners who graduated from learnerships and apprenticeships were employed by those employers who trained them

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ACHIEVEMENTS (continued)

• Skills development

• The first National Skills Development Strategy (2001-2005) has been concluded and reported on

• The Sector Education and Training Authorities (SETAs) were reviewed and 23 out of the original 25 were re-established after taking into account emerging trends in the country’s economic sectors

• The adjusted National Skills Development Strategy (2005 - 2010) was developed and launched after an extensive review and consultative process on the first strategy

• Annual state of skills and scarce skills were identified and published.

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• Employment equity

• The Department has developed an Employment Equity Awards System in order to recognise the achievements of employers in furthering the purpose of the Employment Equity Act

• We have also finalised the Amendments to the Employment Equity Regulations, which will be implemented during 2006/07. These amendments are aimed at improving the quality of data collected on employment equity, especially data on people with disabilities

• A DG Review System has been designed to assess the employers’ substantive compliance with the Employment Equity Act and is due for implementation during 2006/07.

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4. Protection of vulnerable workers

• Several sectoral determinations and amendments to sectoral determinations were passed and implemented

• Subsequent to the adoption of the Child Labour Programme of Action, the Department facilitated the formulation in 2004 of the programme Towards the Elimination of the Worst Forms of Child Labour (TECL) to assist in implementation of key action steps of the Child Labour Programme of Action

• A number of variations to the Basic Conditions of Employment Act, 1997 were approved

• A total of 143 271 workplaces were inspected, focusing more at enforcing sectoral determinations and 85 963 (60%) of those inspected complied with various provisions of labour laws. We view this as a confirmation that compliance with laws is improving.

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• International relations

• Bilateral relations were entered into with key countries in which we have interests such as China, Cuba, and key African countries

• South Africa’s presence and inputs were ensured in all multilateral fora – ILO, AU, ARLAC, SADC, etc

• We successfully hosted and organised the 3rd Ordinary Session of the AU Labour and Social Affairs Commission in South Africa.

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• Strengthening social protection

• The Unemployment Insurance Fund collected R11, 824 billion in contributions and paid R4, 924 billion to 1 002 401 beneficiaries

• All beneficiaries are being paid their benefits through Electronic Funds Transfer with effect from January 2006

• Employers registered with the CF increased from 271 237 to 283 732 by March 2005

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7. Promoting sound labour relations

• Monitoring of developments in the industrial relations arena has improved with the annual industrial action report published

• A quarterly labour market bulletin published, representativity of bargaining councils monitored, small business representation in bargaining councils ensured

• Collective agreements were extended to non-parties and CCMA dispute resolution monitored.

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8. Strengthening capacity of labour market institutions

• The process for a review of the Efficacy and Efficiency of NEDLAC has been initiated with the assistance of the ILO.

• The Commission for Employment Equity and the Unemployment Insurance Board were re-constituted for a new term.

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9. Monitor the impact of legislation

• Research projects were undertaken to evaluate the impact of labour legislation and to maintain a balance between flexibility and security.

• Critical projects have included studies on casualisation, impact of HIV and AIDS in the workplace, worker cooperatives and employment creation, and women and work.

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10. Strengthening the Department’s institutional capacity

• A total of 20 mobile units have been deployed in provinces to improve access to our services

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5. WHAT THE STRATEGIC PLAN SEEKS TO ACHIEVE

• Delivery of services in pursuance of our stated vision of a labour market that is conducive to economic growth, investment and employment creation

• Effective and efficient implementation of government policies in the labour market. This will be accompanied by ongoing institutional transformation to enhance service delivery

• Assessment of progress and challenges against a set of key targets

• Implementation of a comprehensive performance management system through workplans and performance agreements

• Accountable and efficient utilisation of public resources to achieve clearly defined labour market objectives and the alignment of the Department’s programmes and planning cycle with government’s Medium Term Expenditure Framework and the Public Finance Management Act

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6. STRATEGIC OVERVIEW AND KEY POLICY DEVELOPMENTS

• Improving employment creation

• Alleviating poverty by addressing the needs of vulnerable people

• Promoting employment equity

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7. MEDIUM-TERM STRATEGIC OBJECTIVES 2006-2009

Service Delivery

Management Support Services

• 95 % staff capacity maintained

• All client service officers trained in customer relations management

• Service delivery mobile units reach outlying and rural communities at least once per week

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MEDIUM-TERM STRATEGIC OBJECTIVES 2006-2009 (continued)

Beneficiary services

• 90 % of UIF claims processed and paid within 6 weeks of receiving complete documentation

• 60 % of Compensation Fund claims processed and paid within 90 days of receiving complete documentation

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Employment services

• At least 70% of identified skills development initiatives (including nodal and expanded public works programme interventions) supported

• Career information and guidance system developed and implemented

• 70% placement rate, within 2 months of completion of training, with employment for at least 3 months

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Inspection and Enforcement Services

• At least 70% inspected employers are procedurally compliant within 90 days of inspection

• 100% settlement rate of labour related complaints within 90 days

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Labour Market Information and Statistics

• Quarterly trend analysis reports that include performance reviews

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Occupational Health and Safety

• 5% increase in OHS incidents investigated and finalised

• 2% reduction in number of accidents, injuries and fatalities in targeted high risk sectors

• At least 500 workplaces in high risk industries inspected and audited per year

• At least 10 inspectors and 100 shop stewards trained

• National occupational health and safety authority in place

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Employment and Skills Development Services / Human Resources Development

(Skills Development Funding) National Skills Fund

• At least 80% of available funds spent or committed by March 2006

• R121 million spent on 20 000 unemployed learners

• R270 million to train 500 counsellors and enrol 7 500 unemployed learners

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SETAs

• All 23 SETAs conclude Service Level agreement with DoL and at least 15 SETAs achieve satisfactory assessments against indicators annually

• 50 000 learners enter and 25 000 learners complete training programmes linked to scarce skills by March 2008

• 2 000 learners trained per annum and mentored to form sustainable new ventures

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Labour Policy and Labour Market Programmes

Labour Relations

• Publish sectoral determinations for Welfare, Hospitality, Private Security, Contract Cleaning and Civil Engineering within set time frames

• Review the existing sectoral determinations. • Implement communication campaign on Child Labour

Action Programme reaching internal stakeholders / government departments

• Develop performance indicators to monitor the implementation of the Child Labour Action Programme

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Labour Policy

• Up-to-date and accessible labour market information statistics captured timeously

• Five(5) reports published

• Research Monitoring and Evaluation Agenda implemented

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International Labour Matters

• Effective participation as a titular member of the ILO Governing Body in all meetings and conferences

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National Economic Development and Labour Council

• 80% of agreements concluded

• Monitor, evaluate and report on the progress of the agreements signed by stakeholders at the Growth and Development Summit

• ( Note that there will be a separate, detailed briefing on Nedlac to the Committee)

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Sheltered Employment Factories

• Turnaround strategy agreed and implemented

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Social Insurance

Unemployment Insurance Fund

• 80% of claims finalised within 4 weeks

• All benefit claims processed within 6 weeks

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Compensation Fund

• Compensation turnaround strategy finalised and implemented• 60% of claims finalised within 90 days of receipt• 100% of backlog cases up to 2004 finalised by March 2007• Streamlined, reliable and business driven automated processes to

improve our service delivery;• Establish appropriate capacity of skills of our staff for maximise

service delivery• Provincial COIDA competencies fully operational by end March

2007• Employer database linked to the UIF and other sources to increase

the database by end March 2007 (Integration of databases of UIF & CF by March 2007)

• 5% increase in employers assessed than in the previous year

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8. STRATEGY FOR BETTER SERVICE DELIVERY

Establishment of an effective Employment Services System

This will include :

• The development of a Career Information and Guidance System • Linkages between the Private and Public Employment Services

Agencies where job matching to vacancies will be done • Partnerships with media houses to access their databases for

vacancies • Linkages with other relevant databases like the one developed by

Umsobomvu Youth Fund (UYF) and all government databases to identify employment and skills development opportunities for the unemployed

• A shared service model to benefit the Department and public entities under the Ministry of Labour.

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STRATEGY FOR BETTER SERVICE DELIVERY (continued)

Establishment of an effective and efficient Inspection and Enforcement System.

• Consolidating a culture of prevention and self- regulation through education and enforcement

• Improve the enforcement processes by establishing strategic relationships with law enforcement agencies

• To improve the quality of our inspectorate services to interpret and enforce the law, strategic partnerships will be established with institutions of learning and professional bodies

• Enhance relations with social partners to collaborate in the implementation and enforcement of labour legislation

• Develop an effective and efficient system for certification of professionals as Accredited Inspection Authorities, and certification of complying employers

• Develop a shared effective and efficient case management system. This will assist us in tracking employer records and history of compliance with or violations of labour legislation and feedback to our clients

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Incomplete

Complete

Employable?

No

Yes

Education ProcessPrimary-,Secondary-,

Tertiary Level

Firs

t ent

ry in

tola

bour

poo

l

Unemployed

PartiallyEmployed

Self-Employed

FormallyEmployed

Injured on duty?

Retrenched?

Businesssustainableand growing?

No

Yes

Does Dept of Labour provide a support service?

Does Dept of Labour provide a support service to improveemployment situation?

Yes

Other?

Monitor / auditconditions ofemploymentfairness?

Info on employment opportunities?

Training?

Career guidance / advice?

Tradeunion

member?

Employerorganization

member?

Does Dept of Labour provide a support service?

Yes

Career guidance / advice?

Training?

Info on employment opportunities?

Other?

Does this reflect the Dept of Labour's service offering?

AGE 16 AGE 65

Monitor under age(child labour)

abuse?

Resign?

Dismissal?

Rehabilitation?

Accidental death?

Retire?

Sick- & maternity leave?

EE, Non-discriminationtraining, etc?

Dept of Labour provides:Investigative service.Financial support service

CLIENT SEGMENTATION AND SERVICES FLOW CHART

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9. INFORMATION TECHNOLOGY PLAN THROUGH A PUBLIC PRIVATE

PARTNERSHIP (PPP)

• Employment Services System• Inspection and Enforcement System• Employment and Skills Development Service System• Claims and Fund Disbursement Systems in terms of the

Compensation Fund and the Unemployment Insurance Fund• Human Resource Management System• Financial Management System• Refresh of the IT infrastructure• Improvement of the efficiency of the Department’s Virtual

Private Network which is provided by SITA• Use of mobile and wireless technologies to facilitate service

delivery in remote areas.

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10. HUMAN RESOURCE PLAN

• The Human Resource Plan supports the Strategic Plan of the Department through the organisational structure and the implementation of a range of HR policies such as Recruitment and Selection, Training and Development, Career Management and Retention, Employee Wellness, etc.

• Targeted training and development of staff shall be provided in line with the Department’s Workplace Skills Plan that is submitted annually to the Public Service SETA. Adequate induction and orientation of staff shall be conducted on a monthly basis.

• The Department will produce and submit an Employment Equity (EE) Plan for the period 2006 – 2009. This plan will build on the successful implementation of the current EE plan.

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11. STATUTORY BODIES & PUBLIC ENTITIES REPORTING TO THE

MINISTER OF LABOUR

• The National Skills Authority (NSA)• Unemployment Insurance Fund (UIF)• Compensation Fund (CF)• National Productivity Institute (NPI)• Twenty-three Sector Education and Training Authorities

(SETAs)• National Economic Development and Labour Council

(NEDLAC)• Commission for Conciliation, Mediation and Arbitration

(CCMA)• Umsobomvu Youth Fund (UYF).

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MTEF ALLOCATIONSBRANCH FINAL

ALLOCATION2006/2007 2007/2008 2008/2009

R'000 R'000 R'000DEPARTMENTAL VOTE 1,512,749 1,596,865 1,677,385

ADMINISTRATION 336,239 359,653 379,480 SERVICE DELIVERY 623,370 647,409 666,577 EMPLOYMENT & SKILLS DEVELOPMENT SERVICES 186,409 201,649 206,479 LABOUR POLICY & LABOUR MARKET PROGRAMMES 357,230 378,153 414,348 SOCIAL INSURANCE 9,501 10,001 10,501

DIRECT CHARGE ON THE NATIONAL REVENUE FUND 5,500,000 6,000,000 6,500,000

SETAs 4,400,000 4,800,000 5,200,000 NATIONAL SKILLS FUND 1,100,000 1,200,000 1,300,000

TOTAL VOTE 7,012,749 7,596,865 8,177,385

BASELINEALLOCATION

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BRANCH FINALALLOCATION

2006/2007 2007/2008 2008/2009R'000 R'000 R'000

ADMINISTRATION - - -

- - -

SERVICE DELIVERY 556 583 612

SA National Council for the Blind 226 237 249 Deaf Federation of South Africa 148 155 163 National Council for the Physically Disabled 182 191 200

EMPLOYMENT & SKILLS DEVELOPMENT SERVICES 86,035 89,168 93,729

National Skills Fund 42,666 44,799 46,949 National Productivity Institute 25,369 26,369 27,908 National Qualifications Framework 18,000 18,000 18,872

LABOUR POLICY & LABOUR MARKET PROGRAMMES 275,310 292,263 324,315

CCMA 203,171 216,391 244,804 DITSELA 9,447 9,919 10,373 NEDLAC 12,712 13,348 13,959 ILO 5,885 6,297 6,749 ARLAC 428 458 479 Subsidised Workshops for the Blind 6,707 7,042 7,365 Subsidised Wor-centres for the Disabled 36,960 38,808 40,586

SOCIAL INSURANCE 9,501 10,001 10,501

Unemployment Insurance Fund 1 1 1 Compensation Fund 9,500 10,000 10,500

TOTAL VOTE 371,402 392,015 429,157

VOTE 17 LABOUR

2006 TRANSFERS

BASELINEALLOCATION

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MTEF ALLOCATIONSTotal budget allocated to the Department over the MTEF period is as follows:

2006/07 R1,512,749,000 2007/08 R1,596,865,0002008/09 R1,677,385,000

Total allocated to Transfers in respect of the budget allocated over the MTEF period is as follows:

2006/07 R371,402,000 2007/08 R392,015,0002008/09 R429,157,000

STATUTORY ALLOCATIONS

Total statutory allocation over the MTEF period is as follows:

2006/07 R5,500,000,0002007/08 R6,000,000,0002008/09 R6,500,000,000

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CONCLUSION

• Strategic Plan 2006-2009 to be seen within context of ASGI-SA

• Strategic Plan to be used as a basis for measuring the Department’s performance in the next three years

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THANK YOU

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